You’re a manager. You send an employee to a workshop or class. Do you want the employee to be able to use what he or she learned? Do you want the training to stick? If the answer is yes, it’s up to you and the employee to make … [Read more...] about How to Make Sure the Training Sticks
I recently received an email from a friend. He finally had a long-delayed performance review discussion with his boss. My friend’s reaction: “phew!” Obviously, he was anxious. I’m guessing he was worried that the rating was … [Read more...] about Time to Stop Playing “The Performance Review Rating Game”
Things tend to work better between two people when each has a clear idea of what the other expects. It’s a great way to minimize conflict and misunderstandings. At work, it’s important for an employee to know what his or her … [Read more...] about Want to Minimize Conflict? Establish Clear Expectations. Here’s How.
There are many good reasons for eliminating performance ratings. Here are three: Most people hate them; they’re usually biased – the number only makes them appear objective; and they often are manipulated to serve purposes other … [Read more...] about You’ve Eliminated Performance Ratings. Now What?
Pay seems like it should be straightforward. The employee gets a performance rating – a 5-point scale is typical. Then the employee gets a “merit” increase based on the rating. Often the salary pool is 3%, with the possibility of … [Read more...] about Ratings, Differentiation, and the “Merit” Increase
One of my relatives recently lost his job. It was his first job. He was there five years. The separation from the company was a bit of a surprise to him – though in retrospect the signs had been there for months. Maybe he didn’t … [Read more...] about Change Doesn’t Happen on Your Schedule